Consequences of employee burnout

The employees’ burnout is something that happens often in numbers of companies and must be highlighted from the organizational point of view since it has great consequences for the companies that suffer from it. The urgency of this matter is because it influences the employees’ productivity, the turnover rate of employees, as well as the loss of the most qualified talents, on many occasions.

Excessive workloads, job insecurity, frustrating work routines, and excessive meetings are the aspects of employees’ burnout that prevent them from devoting their time to creative works, to thinking, to having ideas. In many cases, burnout employees have too many responsibilities on their hands; they conduct a very high number of meetings and calls. Unfortunately, in many cases, the most performing people for the company are the employees who have the most burdens.

Employees’ inability to fulfill the given workload is because the qualities of hired employees do not match the direction of the company growth. Although these employees would try to find a way to better manage their time to reduce stress and wear, they cannot change the corporate culture, in which overwork rules their day-to-day jobs.
Therefore, as employers, once they detect these factors, they can formulate the plans to do preventive action. Companies can improve the cultural situation through reviewing their organizational structure, analyzing intersections they have within the organizational matrix. Sometimes they detect large intersections that generate organizational confusion, and slow-down of the process, which eventually requiring them more time and effort for each action.

Also, another action that could be achieved to avoid this burnout issue is establishing effective workflows and removing unnecessary tasks. By doing this effort, employees would have more time devoting to tasks that offer more value and generate an increase in productivity.

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